Religious Discrimination

Have you requested a reasonable accommodation for an observance to a religious holy day and were instead disciplined? Do you feel you are not receiving the same training as co-workers only because your religion? Have you been denied the ability to wear religious garbs when it would not interfere with any of your job duties? If so, you might have been discriminated because of your religion. As such, you need attorneys with the passion and expertise to represent you in righting this wrong.

Houston employment lawyers Kalandra Wheeler, Robert J. Wiley, and Julie St. John represent Houston workers who have been discriminated because of their religion. They have the experience to make sure that every avenue is pursued and no stone is left unturned. In short, when you have been discriminated because of your age you need an attorney that understands your situation and that will fight for you.

Under both Title VII of the Civil Rights Act of 1964 and the Texas Labor Code discriminating an employee because of their religion is illegal. An employer cannot fire, demote, or affect an employee’s benefits because of an worker’s religion.

Many times it may be difficult to determine if you have been discriminated because of a religion. Under the law you may be protected if you have requested a religious accommodation and have been denied such an accommodation. Under the law such accommodations cannot have an undue burden on the employer. Examples of accommodations that may be reasonable include:

Allowing of religious headwear such as the Jewish yarmulke and the Muslim headscarf; and

Donning of certain religious facial hair or hairstyle.

While there are limitations as to what may be considered reasonable, if the accommodation is reasonable, it must be granted under the law. Undue hardship often time is taken to mean, but not limited to, that the accommodations would be too costly or would compromise the safety of the workplace.

Furthermore, religious discrimination may occur when your employer treats you differently from other employees because of your religion. Such differing treatment can include:

Failure to promote;

Failure to hire;

Termination;

Segregation of employees based on religious garb;

Suspension; and

Not receiving appropriate training.

Additionally, the law protects employees from hostile work environments that derive from religious discrimination. This would include offensive remarks about a worker’s religion, teasing and making fun of a worker’s religion, and comments which are so frequent and severe that it creates an offensive work environment.

We should not live in a society that allows an employer to mistreat a worker merely because of their religion or lack thereof. Luckily, the law agrees. The law exist to make sure that we have a level playing field where it is assured that if an employer can make a reasonable accommodation without causing undue hardship, it should be given. Do not let your rights be trampled and discarded.

The only way to defend not only your rights as a hard working employee but those of others is to step forward. We can only do our job if workers step forward and fight unfair employment practices. It can be difficult to step forward and take a stand and that is why you need a team of professionals that will be with you every step of the way.

Take Action

If you feel you have been discriminated against merely because of your religion, do not hesitate to contact our law firm. There are many deadlines that require a quick turnaround. Depending on your case you have anywhere from 180 days to 300 days to report a violation of the Title VII to the EEOC. If you choose to contact us, you will generally meet with an attorney to discuss your matter. If we believe a violation of the law has occurred and if you decide to hire us, we will sign a representation agreement and enforce your rights.

We serve the following localities: Harris County including Baytown, Bellaire, Channelview, Cypress, Houston, Humble, Katy, Kingwood, Pasadena, Spring, and The Woodlands; Brazoria County including Pearland; Fort Bend County including Missouri City, Richmond, and Sugar Land; Galveston County including Friendswood, Galveston, and League City.

Robert J. Wiley is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization. All other attorneys not board certified. Robert J. Wiley is the attorney responsible for this website. All meetings are by appointment only. Principal place of business: Dallas, Texas.